EMPLOYABILITY AND SECURITY IN A FLEXIBLE GLOBAL LABOUR MARKET Training should be part of the system Another British delegate agreed with this approach. He pointed out that within further education, and particularly in the IT area, importance should be attached to harmonisation and transparent qualification standards.‘Training should be part of a system that is defined and measurable. We need transparency and European standards so that degrees and qualifications can be transferred. On the other hand, how do we support lifelong learning in general? Companies will neither give time to nor pay for further education. It is not sufficient to give lip service to training. We must be proactive. We need European vocational training systems.’ Delegates agreed that it was unclear how far training would be harmonised at a European level. One delegate commented,‘I am sceptical of European harmonisation and the overall regulation of training and education. But I also see the opportunities such measures would create: the creation of transferable, individual qualifications recognised across borders would enable people to change from one system to another. Some jobs need a European standard and there are models for the“Europeanisation” of qualifications. For example, the International Air Transport Authority(IATA) has worldwide qualifications.’ Another delegate pointed out that Germany should be prepared to accept training models from other countries.‘In Germany we concentrate too much on our dual system. We cannot expect others to recognise our qualifications when we do not accept theirs. The OECD’s PISA report, which showed that German students were among the lowest achieving in basic literacy and numeracy, has forced us to acknowledge some of the shortcomings of our system and that responsibility for this state of affairs does not lie solely with government. It is clear that our workers are not as well qualified as they should be. Perhaps we could use the introduction of European laws to establish something like learner representatives across Europe.’ Mr Dubbins agreed that the significant change in the skills needed in the workplace means that it is time that companies should be legally obliged to offer training and lifelong education.‘We need to force companies to contribute to the process. There is a real reluctance by government to make industrial training a legal requirement. Learner representatives alone will not solve the problem. Government initiatives are needed to change attitudes and approaches to this issue’ Work skills should be transferable ‘On a European level, there has been some work on the idea of a“job passport”, which would allow workers to move easily between countries. But we lack the mechanisms to enforce the idea of lifelong training. It is important that EU member states, particularly Germany, maintain the pressure at a European level and supports initiatives that promote the mutual recognition of training and certificates.’ Ms Menne pointed out that vocational training is a political hot potato in Germany.‘Like our British colleagues, we have problems in Germany with employers who do not support training. Companies should participate in further training but do not. The government 39 © Anglo-German Foundation for the Study of Industrial Society